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Weatherford ISD 184903 PERFORMANCE APPRAISAL DNA EVALUATION OF TEACHERS (LEGAL)

DATE ISSUED: 10/28/2019 1 of 15 UPDATE 114 DNA(LEGAL)-ID

Note: The Board has adopted an innovation plan1 that affects

application of provisions in this legally referenced policy.

Teacher Appraisal ....................................................................... 2

Interim Evaluations and Guidance ............................................. 2

Required Components ................................................................ 2

Notice and Use of Evaluations ................................................... 2

Role of Extracurricular Activities ............................................... 2

Disciplinary Referrals ................................................................. 3

Access to Evaluations ................................................................ 3

Confidentiality ............................................................................. 3

Two Appraisal Methods .............................................................. 3

Selection of Appraisal Method ................................................... 3

Notice to Service Center ............................................................ 3

State Method (T-TESS) ................................................................ 4

Orientation and Annual Review .................................................. 4

Appraisers ................................................................................. 4

Appraisal Calendar .................................................................... 5

Assessment of Teacher Performance ........................................ 6

Appraisal Process ...................................................................... 9

Summative Report ..................................................................... 11

End-of-Year Conference ............................................................ 11

Additional Documentation .........................................................12

Teacher Response and Rebuttal ...............................................12

Request for Second Appraisal ..................................................12

District Option ............................................................................13

Development of Appraisal System ............................................13

Appraisal Process .....................................................................13

Board Acceptance ....................................................................14

Campus Option ..........................................................................14

Development of Appraisal System ............................................14

Appraisal Process .....................................................................14

Board Acceptance ....................................................................15

Appraisers ..................................................................................15

Table of Contents

https://www.weatherfordisd.com/




The employment policies adopted by the board must require a writ-

ten evaluation of each teacher at annual or more frequent intervals.

A teacher appraisal must be done at least once for each school

year. A teacher may be appraised less frequently if the teacher

agrees in writing and the teacher’s most recent evaluation rated

the teacher as at least proficient, or the equivalent, and did not

identify any area of deficiency. A teacher who is appraised less fre-

quently than annually must be appraised at least once during each

period of five school years.

Education Code 21.203, .352(c)

In addition to conducting a complete appraisal as frequently as re-

quired by Education Code 21.352(c), a district shall require that ap-

propriate components of the appraisal process, such as classroom

observations and walk-throughs, occur more frequently as neces-

sary to ensure that a teacher receives adequate evaluation and

guidance. A district shall give priority to conducting appropriate

components more frequently for inexperienced teachers or experi-

enced teachers with identified areas of deficiency. Education Code

21.352(c-1)

The statutorily required components of teacher appraisal are de-

fined as follows:

1. The implementation of discipline management procedures is

the teacher’s pedagogical practices that produce student en-

gagement and establish the learning environment.

2. The performance of teachers’ students is how the individual

teacher’s students progress academically in response to the

teacher’s pedagogical practice as measured at the individual

teacher level by one or more student growth measures.

19 TAC 150.1001(f)

A district shall use a teacher's consecutive appraisals from more

than one year, if available, in making employment decisions and

developing career recommendations for the teacher. Education

Code 21.352(e)

The district shall notify a teacher of the results of any appraisal of

the teacher in a timely manner so that the appraisal may be used

as a developmental tool by the district and the teacher to improve

the overall performance of the teacher. Education Code 21.352(f)

A teacher who directs extracurricular activities in addition to per-

forming classroom teaching duties shall be appraised only on the

basis of classroom teaching performance and not on performance

in connection with extracurricular activities. Education Code 21.353

Teacher Appraisal

Interim Evaluations and Guidance

Required Components

Notice and Use of Evaluations

Role of Extracurricular Activities



A district may not assign an area of deficiency to a teacher solely

on the basis of disciplinary referrals made by the teacher or docu-

mentation regarding student conduct submitted by the teacher un-

der Education Code 37.002. [See FOA for discretionary removal] A

district is not prohibited from assigning an area of deficiency to a

teacher based on documented evidence of a deficiency in class-

room management obtained through observation or a substanti-

ated report. Education Code 21.352(a-1)

A district shall maintain a written copy of the evaluation of each

teacher’s performance in the teacher’s personnel file.

Each teacher is entitled to receive a written copy of the evaluation

promptly on its completion. The evaluation and any rebuttal may be

given to another school district at which the teacher has applied for

employment at the request of that district.

Education Code 21.352(c)

A document evaluating the performance of a teacher or administra-

tor is confidential and is not subject to disclosure under the Public

Information Act, Government Code 552. Education Code 21.355(a)

[For disclosure requirements on evaluations, see GBA]

A district shall use one of the following methods to appraise teach-

ers:

1. The teacher appraisal system recommended by the commis-

sioner of education [see State Method (T-TESS), below]; or

2. A local teacher appraisal system [see District Option and

Campus Option, below].

Education Code 21.352(a); 19 TAC 150.1001(a)

A superintendent, with the approval of a board, may select the

state appraisal method. Each district or campus wanting to select

or develop an alternative teacher appraisal system must follow the

requirements set forth below at District Option or Campus Option.

19 TAC 150.1001(c)

A superintendent shall notify the executive director of the district’s

regional education service center in writing of the district’s choice

of appraisal system when using an alternative to the state ap-

praisal method and detail the components of that system by the

first day of instruction for the school year in which the alternative

system is used.

A district shall submit annually to its service center a summary of

the campus-level evaluation scores from the state appraisal

Disciplinary Referrals

Access to Evaluations

Confidentiality

Two Appraisal Methods

Selection of Appraisal Method

Notice to Service Center



method or the district’s locally adopted appraisal system, in a man-

ner prescribed by the commissioner.

19 TAC 150.1008

Note: The following provisions apply to teacher appraisal using

the state appraisal method.

The commissioner’s recommended teacher appraisal system, the

Texas Teacher Evaluation and Support System (T-TESS), was de-

veloped in accordance with Education Code 21.351. 19 TAC

150.1001(b), .1002(a)

A district shall ensure that all teachers are provided with an orienta-

tion to the T-TESS no later than the final day of the first three

weeks of school and at least two weeks before the first observation

when:

1. The teacher is new to the district;

2. The teacher has never been appraised under the T-TESS; or

3. District policy regarding teacher appraisal has changed since

the last time the teacher was provided with an orientation to

the T-TESS.

The teacher orientation shall be conducted in a face-to-face setting

during a district’s first year of T-TESS implementation and include

all state and local appraisal policies and the local appraisal calen-

dar. In addition to the orientation, campuses may hold other ses-

sions sufficient in length allowing teachers to actively participate in

a discussion of the T-TESS specifics and to have their questions

answered.

19 TAC 150.1006

The teacher appraisal process requires at least one certified ap-

praiser. An appraiser must be the teacher’s supervisor or a person

approved by the board.

Only a campus administrator may act as a certified appraiser, ex-

cept as provided below.

Under the T-TESS, a “campus administrator” includes a principal,

an assistant principal, an administrator who holds a comparable

administrator/supervisor certificate established by the State Board

for Educator Certification, or supervisory staff whose job descrip-

tion includes the appraisal of teachers and who is not a classroom

teacher.

State Method (T-TESS)

Orientation and Annual Review

Appraisers

Campus Administrator



An individual other than a campus administrator may act as a certi-

fied appraiser if:

1. The individual has been certified by completing the required

training prior to conducting appraisals; and

2. In the case where the certified appraiser is a classroom

teacher, the certified appraiser:

a. Conducts appraisals at the same school campus at

which the certified appraiser teaches if the certified ap-

praiser is the chair of a department or grade level whose

job description includes classroom observation responsi-

bilities; or

b. Does not conduct appraisals of classroom teachers who

teach at the same campus as the certified appraiser if

the certified appraiser is not a department or grade-level

chair.

Before conducting appraisals, an appraiser must be certified by

having satisfactorily completed the state-approved T-TESS ap-

praiser training and having passed the T-TESS certification exami-

nation, and must have received Instructional Leadership Training

(ILT), Instructional Leadership Development (ILD), or Advanced

Educational Leadership (AEL) certification. Appraisers without ILT,

ILD, or AEL certification before January 1, 2016, may not take ILT

or ILD to satisfy the requirement. Periodic recertification and train-

ing shall be required.

Education Code 21.351(c); 19 TAC 150.1005

A district shall establish a calendar for teacher appraisals and pro-

vide that calendar to teachers within three weeks from the first day

of instruction. The appraisal period for each teacher must include

all of the days of the teacher’s contract.

Observations during the appraisal period must be conducted dur-

ing the required days of instruction for students during one school

year.

The appraisal calendar shall:

1. Exclude observations in the two weeks after the day of com-

pletion of the T-TESS orientation in the school years when an

orientation is required; and

2. Indicate a period for end-of-year conferences that ends no

later than 15 working days before the last day of instruction

for students.

19 TAC 150.1003(d)

Training and Certification

Appraisal Calendar



A teacher may be given advance notice of the date or time of an

appraisal, but advance notice is not required. Education Code

21.352(d); 19 TAC 150.1003(c)

Each teacher must be appraised each school year, except as pro-

vided below at Less-Than-Annual Appraisal. Whenever possible,

an appraisal shall be based on the teacher’s performance in fields

and teaching assignments for which he or she is certified. 19 TAC

150.1003(a)

During the appraisal period, the certified appraiser shall evaluate

and document teacher performance specifically related to the do-

main criteria as identified in 19 Administrative Code 150.1002(a)

and the performance of teachers’ students as defined in 19 Admin-

istrative Code 150.1001(f)(2). 19 TAC 150.1003(e)

A teacher may receive a full appraisal less than annually if the

teacher agrees in writing and the teacher’s most recent full ap-

praisal resulted in the teacher receiving summative ratings of at

least proficient on nine of the sixteen dimensions and did not iden-

tify any area of deficiency, defined as a rating of Improvement

Needed or its equivalent, on any of the sixteen dimensions identi-

fied in 19 Administrative Code 150.1002(a) or the performance of

teachers’ students, as defined in 19 Administrative Code

150.1001(f)(2). A teacher who receives a full appraisal less than

annually must receive a full appraisal at least once during each pe-

riod of five school years.

District policy may stipulate:

1. Whether the option to receive a full appraisal less frequently

than annually is to be made available to teachers;

2. Whether the option to receive a full appraisal less frequently

than annually is to be adopted district-wide or is to be campus

specific;

3. If the appraisal accompanying a teacher new to a district or

campus meets this option, whether the appraisal is to be ac-

cepted or whether that teacher is to be appraised by the new

campus administrator; and

4. Whether a certified appraiser may place a teacher on the tra-

ditional appraisal cycle as a result of performance deficiencies

documented in accordance with 19 Administrative Code

150.1003(b)(6) and (f) (cumulative data regarding teacher

performance in addition to formal classroom observations).

Assessment of Teacher Performance

Less-Than-Annual Appraisal



A school district may choose annually to review the written agree-

ment to have less frequent full appraisals with the teacher. How-

ever, at the conclusion of the school year, the district may modify

appraisal options through board policy and may make changes to

expectations for appraisals that apply to all teachers regardless of

a teacher’s participation in the appraisal option in the previous

year(s).

In a year in which a teacher does not receive a full appraisal due to

meeting the requirements, a teacher shall participate in:

1. The Goal-Setting and Professional Development Plan pro-

cess;

2. The performance of teachers’ students, as defined in 19 Ad-

ministrative Code 150.1001(f)(2); and

3. A modified end-of-year conference that addresses:

a. The progress on the Goal-Setting and Professional De-

velopment Plan;

b. The performance of teachers’ students, as defined in 19

Administrative Code 150.1001(f)(2); and

c. The following year’s Goal-Setting and Professional De-

velopment plan.

19 TAC 150.1003(l)

Each teacher shall be appraised on the following domains and di-

mensions of the T-TESS rubric that is aligned to the Texas Teacher

Standards in 19 Administrative Code Chapter 149 (Commissioner’s

Rules Concerning Educator Standards):

1. Domain I. Planning, which includes the following dimensions:

a. Standards and alignment;

b. Data and assessment;

c. Knowledge of students; and

d. Activities.

2. Domain II. Instruction, which includes the following dimen-

sions:

a. Achieving expectations;

b. Content knowledge and expertise;

c. Communication;

Domains and Dimensions



d. Differentiation; and

e. Monitor and adjust.

3. Domain III. Learning Environment, which includes the follow-

ing dimensions:

a. Classroom environment, routines, and procedures;

b. Managing student behavior; and

c. Classroom culture.

4. Domain IV. Professional Practices and Responsibilities, which

includes the following dimensions:

a. Professional demeanor and ethics;

b. Goal setting;

c. Professional development; and

d. School community involvement.

The evaluation of each of the dimensions above shall consider all

data generated in the appraisal process. The data for the appraisal

of each dimension shall be gathered from pre-conferences, obser-

vations, post-conferences, end-of-year conferences, the Goal-Set-

ting and Professional Development Plan process, and other docu-

mented sources.

Each teacher shall be evaluated on the 16 dimensions in Domains

I–IV identified above using the following categories:

1. Distinguished;

2. Accomplished;

3. Proficient;

4. Developing; and

5. Improvement needed.

Beginning with the 2017–18 school year, each teacher appraisal

shall include the performance of teachers’ students, as defined in

19 Administrative Code 150.1001(f)(2) (student growth measures).

If calculating a single overall summative appraisal score for teach-

ers, the performance of teachers’ students, as defined in 19 Admin-

istrative Code 150.1001(f)(2), shall count for at least 20 percent of

a teacher’s summative score.

Student Performance



Each teacher shall be evaluated on the performance of teachers’

students using one of the terms from the following categories:

1. Distinguished or well above expectations;

2. Accomplished or above expectations;

3. Proficient or at expectations;

4. Developing or below expectations; or

5. Improvement needed or well below expectations.

19 TAC 150.1002

The annual teacher appraisal, or full appraisal, shall include:

1. A completed and appraiser-approved Goal-Setting and Pro-

fessional Development Plan that shall be:

a. Submitted to the teacher’s appraiser within the first six

weeks from the day of completion of the T-TESS orienta-

tion for teachers in their first year of appraisal under the

T-TESS or for teachers new to the district; or

b. Initially drafted in conjunction with the teacher’s end-of-

year conference from the previous year, revised as

needed based on changes to the context of the teacher’s

assignment during the current school year, and submit-

ted to the teacher’s appraiser within the first six weeks of

instruction; and

c. Maintained throughout the course of the school year by

the teacher to track progress in the attainment of goals

and participation in professional development activities

detailed in the approved plan;

d. Shared with the teacher’s appraiser prior to the end-of-

year conference; and

e. Used after the end-of-year conference in the determina-

tion of ratings for the goal setting and professional devel-

opment dimensions of the T-TESS rubric;

2. For a teacher in the first year of appraisal under the T-TESS

or for teachers new to the district, a Goal-Setting and Profes-

sional Development Plan conference prior to the teacher sub-

mitting the plan to the teacher’s appraiser;

3. After a teacher’s first year of appraisal under the T-TESS

within the district, an observation pre-conference conducted

prior to announced observations;

Appraisal Process



4. At least one classroom observation of a minimum of 45

minutes, with additional walk-throughs and observations con-

ducted at the discretion of the certified appraiser and in ac-

cordance with the Education Code 21.352(c-1). Additional ob-

servations and walk-throughs do not require an observation

post-conference. Additional observations and walk-throughs

do require a written summary if the data gathered during the

additional observation or walk-through will impact the

teacher’s summative appraisal ratings, in which case the writ-

ten summary shall be shared within ten working days after the

completion of the additional observation or walk-through. Title

19 Administrative Code 150.1004 (Teacher Response and Ap-

peals) applies to a written summary of an additional observa-

tion or walk-through that will impact the teacher’s summative

appraisal ratings;

5. An observation post-conference that:

a. Shall be conducted within ten working days after the

completion of an observation;

b. Is diagnostic and prescriptive in nature;

c. Includes a written report of the rating of each dimension

observed that is presented to the teacher only after a

discussion of the areas for reinforcement and areas for

refinement; and

d. Can allow for, at the discretion of the appraiser, a revi-

sion to an area for reinforcement or refinement based on

the post-conference discussion with the teacher;

6. Cumulative data from written documentation collected regard-

ing job-related teacher performance, in addition to formal

classroom observations;

7. An end-of-year conference that:

a. Reviews the appraisal data collected throughout the cur-

rent school year and previous school years, if available;

b. Examines and discusses the evidence related to the

teacher’s performance on the four dimensions of Domain

IV of the T-TESS rubric;

c. Examines and discusses evidence related to the perfor-

mance of teachers’ students, as defined in 19 Adminis-

trative Code 150.1001(f)(2) (student growth measures),

when available; and



d. Identifies potential goals and professional development

activities for the teacher for the next school year; and

8. A written summative annual appraisal report to be provided to

the teacher within ten working days of the conclusion of the

end-of-year conference.

19 TAC 150.1003(b)

By written, mutual consent of the teacher and the certified ap-

praiser, the required 45 minutes of observation may be conducted

in shorter time segments. The time segments must aggregate to at

least 45 minutes. 19 TAC 150.1003(g)

The certified appraiser is responsible for documentation of cumula-

tive data. Any third-party information from a source other than the

certified appraiser that the certified appraiser wishes to include as

cumulative data shall be verified and documented by the certified

appraiser. Any documentation that will influence the teacher’s sum-

mative annual appraisal report must be shared in writing with the

teacher within ten working days of the certified appraiser’s

knowledge of the occurrence. The principal shall also be notified in

writing of the cumulative data when the certified appraiser is not

the teacher’s principal. 19 TAC 150.1003(f)

A written summative annual appraisal report shall be shared with

the teacher no later than 15 working days before the last day of in-

struction for students. The written summative annual appraisal re-

port shall be placed in the teacher’s personnel file by the end of the

appraisal period. 19 TAC 150.1003(h)

An end-of-year conference shall be held within a time frame speci-

fied on the district calendar, no later than 15 working days before

the last day of instruction for students. The end-of-year conference

shall focus on the data and evidence gathered throughout the ap-

praisal year; the teacher’s efforts as they pertain to Domain IV; the

results of the performance of teachers’ students, when available,

as defined in 19 Administrative Code 150.1001(f)(2); and the po-

tential goals and professional development plans for the following

year. The written summative annual appraisal report shall be

shared with the teacher within ten working days following the con-

clusion of the end-of-year conference but no later than 15 working

days before the last day of instruction.

In cases where the certified appraiser is not an administrator on

the teacher’s campus, either the principal, assistant principal, or

another supervisory staff member designated as an administrator

on the campus must participate in the end-of-year conference.

19 TAC 150.1003(i), (j)

Shorter Observations

Cumulative Data

Summative Report

End-of-Year Conference



Any documentation collected after the end-of-year conference but

before the end of the contract term during one school year may be

considered as part of the appraisal of a teacher. If the documenta-

tion affects the teacher’s evaluation in any dimension, another

summative report shall be developed to inform the teacher of the

changes. 19 TAC 150.1003(k)

A teacher may submit a written response or rebuttal at the follow-

ing times:

1. For Domains I, II, and III, after receiving a written observation

summary or any other written documentation related to the

ratings of those three domains; or

2. For Domain IV and for the performance of teachers’ students,

as defined in 19 Administrative Code 150.1001(f)(2), after re-

ceiving a written summative annual appraisal report.

Any written response or rebuttal must be submitted within ten

working days of receiving a written observation summary, a written

summative annual appraisal report, or any other written documen-

tation associated with the teacher’s appraisal. A teacher may not

submit a written response or rebuttal to a written summative annual

appraisal report for the ratings in Domains I, II, and III if those rat-

ings are based entirely on observation summaries or written docu-

mentation already received by the teacher earlier in the appraisal

year for which the teacher already had the opportunity to submit a

written response or rebuttal.

Education Code 21.352(c); 19 TAC 150.1004(a), (b)

A teacher may request a second appraisal by another certified ap-

praiser at the following times:

1. For Domains I, II, and III, after receiving a written observation

summary with which the teacher disagrees; or

2. For Domain IV and for the performance of teachers’ students,

as defined in 19 Administrative Code 150.1001(f)(2), after re-

ceiving a written summative annual appraisal report with

which the teacher disagrees.

The second appraisal must be requested within ten working days

of receiving a written observation summary or a written summative

annual appraisal report. A teacher may not request a second ap-

praisal by another certified appraiser in response to a written sum-

mative annual appraisal report for the ratings of dimensions in Do-

mains I, II, and III if those ratings are based entirely on observation

summaries or written documentation already received by the

Additional Documentation

Teacher Response and Rebuttal

Request for Second Appraisal



teacher earlier in the appraisal year for which the teacher already

had the opportunity to request a second appraisal.

A teacher may be given advance notice of the date or time of a

second appraisal, but advance notice is not required.

The second appraiser shall make observations and walk-throughs

as necessary to evaluate the dimensions in Domains I–III or shall

review the Goal-Setting and Professional Development Plan for ev-

idence of goal attainment and professional development activities,

when applicable. Cumulative data may also be used by the second

appraiser to evaluate other dimensions.

A district shall adopt written procedures for determining the selec-

tion of second appraisers. The procedures shall be disseminated to

each teacher at the time of employment and updated annually or

as needed.

Education Code 21.352(c); 19 TAC 150.1004(c)–(g)


a district-developed appraisal method.

A district that does not choose to use the T-TESS must develop its

own teacher-appraisal system supported by locally adopted policy

and procedures and by the processes outlined below.

The district-level planning and decision-making committee shall:

1. Develop an appraisal process;

2. Develop evaluation criteria, including discipline management

and performance of the teachers’ students; and

3. Consult with the campus-planning and decision-making com-

mittee on each campus in the district.

The appraisal process shall include:

1. At least one appraisal each year, or less frequently if in ac-

cordance with Education Code 21.352(c) [see Teacher Ap-

praisal, above];

2. A conference between the teacher and the appraiser that is

diagnostic and prescriptive with regard to remediation needed

in overall performance by category; and

3. Criteria based on observable, job-related behavior, including:

District Option

Development of Appraisal System

Appraisal Process



a. Teachers’ implementation of discipline management pro-

cedures, as defined in 19 Administrative Code

150.1001(f)(1); and

b. Beginning with the 2017–18 school year, the perfor-

mance of the teachers’ students as defined in 19 Admin-

istrative Code 150.1001(f)(2).

A district-level planning and decision-making committee shall sub-

mit the appraisal process and criteria to the superintendent, who

shall submit the appraisal process and criteria to the board with a

recommendation to accept or reject.

The board may accept or reject, with comments, the appraisal pro-

cess and performance criteria, but may not modify the process or

criteria.

Education Code 21.352(a)(2), (b); 19 TAC 150.1007(a)


a campus-developed appraisal method.

A campus within a district may choose to develop a local appraisal

system.

The campus planning and decision-making committee shall:

1. Develop an appraisal process;

2. Develop evaluation criteria, including discipline management

and performance of the teachers’ students; and

3. Submit the process and criteria to the district-level planning

and decision-making committee.

The appraisal process shall include:

1. At least one appraisal each year, or less frequently if in ac-

cordance with Education Code 21.352(c) [see Teacher Ap-

praisal above];

2. A conference between the teacher and the appraiser that is

diagnostic and prescriptive with regard to remediation needed

in overall performance by category; and

3. Criteria based on observable, job-related behavior, including:

a. Teachers’ implementation of discipline management pro-

cedures, as defined in 19 Administrative Code

150.1001(f)(1); and

Board Acceptance

Campus Option

Development of Appraisal System

Appraisal Process



b. Beginning with the 2017–18 school year, the perfor-

mance of the teachers’ students as defined in 19 Admin-

istrative Code 150.1001(f)(2).

Upon submission of the appraisal process and criteria to the dis-

trict-level planning and decision-making committee, the committee

shall make a recommendation to accept or reject the appraisal pro-

cess and criteria and transmit that recommendation to the superin-

tendent.

The superintendent shall submit to the board:

1. The recommended campus appraisal process and criteria;

2. The district-level planning and decision-making committee’s

recommendation; and

3. The superintendent’s recommendation.

The board may accept or reject, with comments, an appraisal pro-

cess and performance criteria, but may not modify the process or

criteria.

Education Code 21.352(a)(2), (b); 19 TAC 150.1007(b)

Note: The following provision applies to appraiser training

under a local appraisal process (district- or campus-

developed).

A district that locally develops and adopts its own educator ap-

praisal system should have a clearly defined set of procedures for

training appraisers. The district should identify the qualities ap-

praisers must demonstrate and include appropriate proficiency

checks to evaluate the performance of all educators performing ap-

praisals under the district's locally adopted appraisal systems. The

school district shall be responsible for documenting that appraisers

have met training criteria established by the district. 19 TAC 244.3

Note: The standards to be used to inform the training, ap-

praisal, and professional development of teachers are

outlined in 19 Administrative Code 149.1001.

1 Innovation Plan: https://www.weatherfordisd.com/

Board Acceptance

Appraisers


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